Steve Parr

Robert Kaplan states that “almost without exception, successful leaders go through significant periods of time in which they feel confused, discouraged, and unsure of themselves and their decisions.” They will not likely appear confused, discouraged, or unsure in front of their followers and they shouldn’t. The followers pick up on queues from the leader and they always need to see a confident and steady hand. However, the reality for the leader is responsibility, dealing with lots of problems, critical decision making, frequent second-guessing by others, criticism if bad decisions are made, and even criticism when good decisions are made. How do they overcome those periods of uncertainty?

First, they keep focusing on both the vision and priorities. They know what they are because they helped to craft them. If he or she owns a business, they may have established them unilaterally. If one leads from the middle, he or she can quote the vision and list the priorities without exception. Both the vision and the priorities keep everything moving in the right direction even when the fog of uncertainty seems to briefly confuse and distract.

Second, they manage their time well. This skill allows them to place their greatest energy on the things that make the greatest difference. Those who are more entrepreneurial and less administrative may enlist or employ someone to keep their time well ordered. That person could be a chief of staff (by any title), an executive assistant, a gifted secretary, or an associate. A mismatch between time spent and priorities will only add to discouragement, confusion, and lack of forward progress.

Third, they give and receive feedback. They surround themselves with people they trust who can push back, disagree, and play the “devil’s advocate.” The key is “trust.” Some people disagree and criticize to undermine the leader. That is called “insubordination” and is a fire-able offense. Other people disagree and critique even more adamantly but do so in order to strengthen both the leader and organization they serve. They will state their point, argue their case, seek to influence, but the leader knows that ultimately, they are loyal and will implement the decision that the executive or key leader has the right and responsibility to make. Less confusion and doubt abounds when trust is developed and honest feedback is received.

Fourth, they make sure everyone in the organization is aligned around a common vision and priorities. It is the responsibility of the leader to communicate them, evaluate based on them, and to align everyone around them. The larger the organization, church, or business, the more difficult this task will be. Groups inside the organization will always gravitate toward “silo-ing” in their departments or ministries. The effective leader keeps his or her foot on the accelerator and leads toward total alignment always.

Fifth is the most important in the world in which I live. For those who lead a church or Christian organization, prayer, time in God’s word, and the pursuit of Godly wisdom is paramount. For those in the secular world, I personally believe you would likewise benefit greatly. In any case, you will get confused, discouraged, and unsure at times. You are not alone. Hit the reset button and renew your focus on the most important things and you will be on the way to maximizing your leadership.

Some points adapted from chapter one of Robert Kaplan’s What to Ask The Person in The Mirror.

 

Home Field advantage? Did you know that teams in all sports on all levels win more games on their home field than they do when playing on their opponent’s field? Certainly, you can win on the road and you can lose at home but the likelihood of winning and losing is affected by the location of the game. Did you know that research shows that you can give your child a “home field advantage” in their faith? It does not guarantee that they will never stray from faith but it is much less likely.

 

Over the last three months I have shared three videos designed specifically for parents but beneficial for any and all who care for teens and kids. The January video was the Driver of a Sticky Faith. I followed up in February with a second video that described The Power of First Steps. The third in March was entitled Balancing Bonding and Boundaries. These videos are based on the research conducted by Tom Crites and I to discover what keeps kids connected to church into their adult lives and published in our book, Why They Stay.

 

April is now here and I want to invite you to view the fourth video in the series. In this thirty-minute video I am speaking to parents about proven things they can do that give their children a spiritual home field advantage. You will discover the Biblical roots as well as the research that supports the principles you will learn. Trust me when I tell you that you will be encouraged as a parent, better equipped to help your children as well as other parents, and learn principles that can maximize your leadership. Here we go…

 

An organization is no stronger than the members or employees that make up the team. Many qualities are essential to effectiveness but not all are equal. Skills are certainly important. I also want team members who are time conscious. It is important that team members are cooperative and manageable. But there are more important skills that need to be identified and prioritized and when done will take care of many other issues. Here are four that I find to be essential to maximize the leadership of your team:

1. Attitude over Skills. This one in my estimation is the most important. Though someone may be educated, intelligent, possess degrees, and know how to do a job, a bad attitude distracts, can cause chaos, and diminishes the work of everyone present. Everyone has a bad day now and then. Some people seem to thrive on drama, negativity, and cynicism. I will not tolerate that. A person with a great attitude will work hard to develop the needed skills. A person with a bad attitude may have skills but they are toxic to all of those they work alongside. Attitude trumps skills.
2. Productivity over Punching a Clock. I recently spoke with a young leader who complained that one of his direct reports comes in later in the morning than most employees. The person being referred to also had many evening responsibilities as part of his job. I pointed out that the question was not what time his report was arriving but was the job getting done? I would rather have a hard-working go-getter with a whatever it takes attitude coming in mid-morning (again, assuming the job is getting done) than someone who punches in on time every day and darts for the door at exactly the end of the formal work day. The reality is that some people get more work done in an hour than a clock puncher gets done in two hours because of their diligence, time management skills, and applied talent. Going the extra mile is not measured by the front end but what the person does with and beyond responsibilities.
3. Initiative over Manageable. Being cooperative, manageable, and a team player is essential. The most effective team members do something above and beyond that. They take initiative. These team members think ahead, plan ahead, and do not require micro-management. They are not rebels because that does not work in the context of teamwork. What they do is understand the mission of the organization, their role, and they are in second and third gear before most people are getting started.
4. Authentic self-evaluation over Excuse Making. We all have reasons and excuses when things don’t go well. Sometimes leaders must confront team members for mistakes, errors, or deficiencies. Before you meet with this type of leader they have already self-analyzed and determined self-corrections and action plans to correct, reverse, improve, minimize damage, and circumvent in the future. They are not upset by a confrontation because they are harsh on themselves wanting to get things right and do their work with excellence.

 

A leader or team member like this is hard to find. I assume these qualities are marks of your work if you are reading this. If not, evaluate, change, and allow these traits to maximize your leadership.

 

What do you do when your leader announces his or her retirement? How do you function if you are a staff member and your pastor resigns? What do you do if your CEO is dismissed by the Board? These things do happen. Sometimes you are rocking along with your work when suddenly your leader leaves or the departure is imminent. That is the situation where I find myself as a beloved CEO has announced his retirement after twenty-five plus years of service.

 

For over ninety-five percent of our staff, he is the only leader of this organization they have served. Fortunately, the transition will be more gradual since the actual retirement is several months away. Sometimes the departure is much more abrupt and the circumstances are more dramatic.  You can maximize your personal leadership if you remember and do these five things no matter the circumstances.

 

1. Don’t panic. Your church or organization has gone through difficulty in the past and it will again in the future. I don’t say that because I am a pessimist but because I am a realist. Leadership is largely built on the ability to help those in your organization calmly, wisely, and strategically navigate the inevitable journeys through troubled waters. Panic leads to more panic. Calmness leads to calmness. As a leader, you need to take a breath, trust God with the future, and remain calm. Don’t make kneejerk decisions. Be wise and steady and your influence will make the journey much smoother for all.
2. Do your work with a twelve-month mindset. I am not suggesting that you should not plan further out. I am suggesting that even if you are personally planning to depart within a month or two that integrity demands that you keep your ministry planned for a minimum of twelve-months out always. In other words, if you depart, plans are in place, documentation and timelines are archived and up to date, reservations and invitations have been extended and confirmed, and alternate leadership is enlisted to carry the plans through. Great leaders don’t bail, they prevail by working forward without regard to the departure of themselves or others.
3. Do your best work now. Everyone can do better. Everyone can improve. If and when a new leader is named, let it be said of you that your value is so great, and your work so outstanding, that you are a staff member that will serve the organization well into the future. For those who do excellent work, there is always a place whether in the current organization or in the next.
4. Don’t believe everything you hear.  I served in a church once where the theme was “telephone, telegraph, or tel-staff.” Word carried rapidly as it tends to do in organizations and even more so in times of transition or difficulty. What is the word on the street? Everyone wants to know. But be cautious. Don’t believe everything you hear and be careful that you are not guilty of spreading false information that can cause unnecessary anxiety and hinder the work of your organization.
5. Be an Encourager. There are enough critics and naysayers in the world. No more are needed and certainly not during times of loss or transition. Be the person who believes the best, thinks the best, hopes the best and sees a bright future. Sometimes people and organizations live either up or down to expectations.

 

I believe great days are ahead. I don’t say that because of any deficiencies in the past. I say it because of the sufficiency of God to guide our future. In the coming months, I intend to move forward and help us all to maximize our leadership!

I was honored to share with you a video in January designed to help parents understand the key Driver of a Sticky Faith. I followed up in February with a second video that described The Power of First Steps. These videos are based on the research conducted by Tom Crites and I to discover what keeps kids connected to church into their adult lives and published in our book, Why They Stay.

March is now here and I want to invite you to view the third video in the series. In this thirty-minute video, I am speaking to parents about key issues related to how their style of discipline affects the faith development of their children. You will discover the Biblical roots as well as the research that supports the model that made the greatest difference. The session is entitled Balancing Bonding and Boundaries. Trust me when I tell you that you will be encouraged as a parent, better equipped to help your children as well as other parents and learn principles that can maximize your leadership. Here we go…

 

I just finished meeting with a great friend and leader to talk about ministry and leadership. We reflected on a leader we have in common who has impacted both of our lives. He is well known, well-respected, and has impacted hundreds of other leaders. We discussed how effective he has been but also acknowledged that he has stood on the shoulders of others. That is true of a successful or effective leader. They do not get to where they are on their own. You may never know the members of their team, but you can trust that many hours were spent with a team who made them better as he or she poured into them.

 

Effective leaders equip others in several ways. Like a rising tide lifts all ships, the elevation of the leadership skills of their team members lifts the entire organization including that of the key leader themselves.

 

1. They purposefully invest informal time in other leaders on their team. It may sound contradictory to be purposeful and informal. However, the cliché is true that some things are better caught than taught. While there may be no agenda, the gathering may be recreational or casual on its face, and the time may be either spontaneous or planned, the ideas exchanged, the conversations had, the problems discussed, the laughter shared, and the subtle lessons learned serve to equip and strengthen both the leader and the team member. Effective leaders understand and take advantage of this dynamic with individuals where appropriate and meet purposefully and frequently.

 

2. They encourage the personal growth of their team. Effective leaders will allow time away, sabbaticals, conference time, subscriptions, formal educational pursuits, and visits to other effective comparable organizations, even at a cost financially or at the expense of time from the ministry, business, or organization served. Why? Because effective leaders understand the principle of sowing and reaping. You do not lose when you allow team members’ freedom for such pursuits. You are investing by sacrificing time that technically belongs to you.

 

3. They bring in others to say what they have been saying. Effective leaders do not fear the exposure of their team to other effective leaders. They embrace it and leverage it to equip their team to be better. No one knows it all and sometimes the team needs to hear the message in a fresh way to help it sink in and take hold in their own lives and work.

 

4. They incorporate training into their structured gatherings. What are structured gatherings? It could be the weekly worship service in a church. It could be the weekly staff meeting in an organization. It could be the monthly business meeting. It is those gatherings that are necessary, calendared, and regular in occurrence. Ordinarily the structured gatherings are administrative in nature. However, the effective leaders take advantage of having key leaders together and pours a measure of leadership training into the staff, team, or meeting of the volunteers at every opportunity.

 

5. They plan leadership training opportunities for their team. This last item may be the most obvious, but you will find that it is often neglected. Whenever you build your leaders they build your organization. It is true of a business, a ministry, a church, or an organization of any size. Do you want to grow and/or strengthen it? If so, be purposeful in growing your leaders. An effective leader develops a plan to do so. What is your plan to grow the skills of your team? What is next?

 

If you neglect any of these you will limit the potential of whatever and whomever it is that you are called to lead. Equip your leaders formally and informally and you will be on the way to maximizing your leadership!

In recent weeks I took time to share twelve books that shaped my leadership and that I propose should be read by any aspiring leader. The books were broad in scope, not necessarily academic or known as classics, and were not exhaustive on what a leader should read. I want to take the exercise one step further. We live in a changing world with rapid advances in communication, technology, and culture. What you do today may not be sufficient to keep you effective in the future. Leaders cannot lead change unless they personally have a willingness to change themselves.

Allow me to share five books that can help you look ahead. Wayne Gretzky, one of the greatest hockey players of all time, stated that the key to his success was not his ability to “skate to where the puck is but to anticipate and skate to where the puck will be (paraphrased).” What a great thought for today’s leaders. Here are five books that can help you do just that.

1. Liquid Leadership: From Woodstock to Wikipedia — Multigenerational Management Ideas That Are Changing the Way We Run Things by Brad Szollose. How do you simultaneously lead those in their twenties and those in their sixties? To be effective, you must know how. The generations are so different in the thinking, values, and manner of work. This secular book is worth the read for any leader needing to sharpen their multi-generational leadership.
2. The Great Evangelical Recession: 6 Factors That Will Crash the American Church…and How to Prepare by John Dickerson. While the title sounds pessimistic the reality is that the church is in a struggle. What are the cultural factors that are feeding the erosion in North America? The book is sobering but one key to a turnaround is to be brutally honest about the current landscape and then to seek and implement Biblical solutions. The subject is the church, but any organizational leader can benefit from this important read.
3. Meet Generation Z: Understanding and Reaching the New Post-Christian World by James Emery White. You hear much about Gen X, have been trying to figure out the Millennials, and now guess what? A new generation of teens and young adults are emerging and they are different. Not different in a bad way or good way but definitely different. Your leadership will have to adapt or you will be viewed as irrelevant. What will be different? Read this book to find out.
4. iGen: Why Today’s Super-Connected Kids Are Growing Up Less Rebellious, More Tolerant, Less Happy–and Completely Unprepared for Adulthood–and What That Means for the Rest of Us by Jean Twenge. Do you remember a time without computers, iPhones, smart tablets, hundreds of channels on television? Younger adults have no idea what that is like. They think differently and one primary effect is their immersion in technology from their early toddler days. Do you want to be a better leader? First, seek to understand before you seek to be understood.
5. Systems-Sensitive Leadership: Empowering Diversity Without Polarizing the Church by Michael Armour. This book is a deeper dive but it is insightful and valuable. Between this book and Liquid Leadership, you will have a great secular and Christian look into generational distinctions with sound wisdom on how to adapt your leadership in order to maximize your effectiveness.

Like with my dozen books on balanced leadership in previous weeks, this list is not exhaustive but will take you much further down the road to greater understanding and influence. Leaders are readers and I hope you will tap into these resources as well as my book, Why They Stay to help you on this journey.

“When you come to a fork in the road, take it!” That is one of many memorable quotes by the infamous Yogi Berra. Life will bring you to many forks in the road at which point you must decide whether to go to the left or bear to the right. Sometimes the decision is whether to continue or whether to quit. Whether at work or in a volunteer role such as service in a local church, the time for decision will ultimately confront you and you must determine whether or not to quit. Leaders understand that the way you choose to quit can be equally as important as the decision to quit. How do leaders quit?

First, leaders do not walk away without notice. They take responsibility for the transition and go to great pains to make sure bases are covered even after they are gone and have no further obligation or responsibility. Therefore, they never walk away without giving their leader, supervisor, or organization ample notice to cover all bases and to begin steps for transitioning to new leadership. I have known leaders to resign on the spot or to announce they are walking out the door and won’t be back. This approach is particularly difficult for the leader who has been mistreated or gone through a difficult experience. But when leaders take the fork in the road, they seek to take the high road on the way out.

Second, leaders do not mentally check out before they physically depart. Are you considering a job or ministry change? Is a church, organization, or recruiter conversing with you about the possibility of making a change? Is your resume out there as a sign that you are open to new opportunities? There is nothing wrong with contemplating other possibilities. No one stays in their position forever. However, if you are careless, weeks and months, if not years can go by with you minimizing your productivity and effectiveness because your eyes are on greener pastures. Here is the key. Always serve in your position with a twelve-month mindset. If you were to leave, your successor should have all they need to carry on for their first twelve months. That approach will have both the benefit of keeping you more focused and helping the person who comes behind you.

Third, leaders do not quit without honestly seeking to resolve personal disputes. People do disagree and there are always two sides to every story. Perhaps the circumstance is irreconcilable. However, for the spiritual leader, it will not be the result of lack of humility, lack of effort, or a genuine attempt to make things right even if he or she knows they will be moving on to other areas or places of service. The reconciliation may be attempted immediately or sometime later after a season to allow things to cool off. No one is served by holding a grudge and the spiritual leader seeks to “be at peace with all men.”

Fourth, leaders do not quit without a plan to serve elsewhere. I am not talking about retirement at this point. More specifically, I see this often happen with volunteers. For example, in the life of the church, I have seen Bible Study leaders quit with no new place to serve. To make matters worse, I have occasionally known some who dropped out of church altogether. Here is the problem. They undermine everything they have taught their followers about commitment and obedience while they were leading the Bible Studies. In reality, spiritual leaders never quit. They simply move from one opportunity to another but you never find them quitting with no new goal, challenge, or task in mind.

Whether at work or in a volunteer role, everyone will quit eventually, and most often with good reason. Don’t just think about whether to quit but how to quit. Be cautious not to undermine your influence and leadership by quitting the wrong way. Otherwise you will fail to maximize your leadership.

There are two critical mistakes that parents make in the transference of faith to their children. The first is to impose faith in such a way that the child grows up with a false sense of assurance because they have never genuinely embraced faith in a personal way but rely on what their parents did or rituals their parent’s took them through. The second mistake is to have a mindset that “the child can decide for themselves about religion and faith” and to back away from clear guidance. Where is the balance? How can a parent lead in such a way that the child’s heart is open to personal faith in Jesus Christ without imposing or neglecting it?

About a month ago I shared a video called “The Driver of a Sticky Faith.” Today I want to invite you to view the second of eight videos that I am spreading out over the months where I personally address parents about helping their children develop a faith that grows throughout their lives. Whether you are a parent, grandparent, or an adult who loves teens and kids, this presentation will be of great value to you. Whoever you are and whatever you do, I can assure you that viewing this thirty minute video is another way to maximize your leadership! I hope you will share with others.

You can view more right now under the “why they stay” tab at www.steveparr.net.

Last week I wrote the third of four posts introducing you to book seven, eight, and nine of twelve that have made me a better leader and give balance to my life and leadership. Go here if you missed that article to get caught up.  [Click Here] In addition to daily Bible reading, I am sharing a list of twelve books. Admittedly the list is not exhaustive, the books are not all literary classics, and the list is broadly alphabetical and not in priority order.

Although this will conclude my list of twelve books I will have more to share in a couple of weeks. Be watching for my list of books that can help propel your leadership forward to keep you effective in the future.

Do you want balance in your relationships as well as skill in your leadership? If so, here are books ten, eleven, and twelve:

10. The Strong-Willed Child: by James Dobson. The most important level of leadership you provide is in your home and perhaps the toughest is that to your own child that may be born with a temperament that has no intent on following the path you desire. The parent of a compliant child needs little to know instruction. The parent of a strong-willed child needs constant encouragement and intervention. What does this have to do with leadership? Anyone can lead those who are willing. The best leaders also inspire and influence those who are initially unwilling.
11. Total Money Makeover: by Dave Ramsey. This book in my estimation is the best Money Management 101 resource you will ever find. The principles do work and my personal finances are a living testimony to what Ramsey teaches. This book was required reading for my daughters upon college graduation. No matter your age or life stage, this book will make you stronger. You will never be able to lead others if you cannot manage your own life and your personal finances are a great test of your abilities. If you can’t manage your own life, why would I want you speaking into mine?
12. Why They Stay: by Steve R. Parr and Tom Crites. I stated transparently in the first of these four articles that I intended to include one of my own books. The research from this book profoundly impacted me personally and is touching lives everywhere. What is it that churches and parents can do to keep their children connected to the church into their adult lives? The book makes you a better parent, a better spouse, and yes, a better leader, particularly in your local church. Remember that my list is about “balance.” I unapologetically recommend it and here is why. As a leader, if I do not believe in what I do, then why should you? That last sentence is another subtle lesson in how to maximize your own leadership.

That’s three more books that will maximize your leadership. Stay tuned in a couple of weeks when I share a couple more that you need for future effectiveness.